Dun & Bradstreet Code of Conduct Do the Right Thing

Dun & Bradstreet Code of Conduct Do the Right Thing Dun & Bradstreet Global Compliance Hotline (U.S. and Canada) 800.261.8552 (Outside U.S. and Canada) Country Access Number, then 800.261.8552 https://dnb.alertline.com 2017 1 Dun & Bradstreet Code of Conduct

Putting our Values to Work A Message from Our Executive Leadership Team Dun & Bradstreet enjoys a reputation for "doing the right thing. Being named one of the World s Most Ethical Companies for ten consecutive years is a testament to the importance we place on integrity. We don't just talk about it. We embrace it, as part of our forward-leaning culture. Our Values Those who put their trust in our company customers, shareholders, business partners and our employees deserve nothing less than our full commitment to the highest standards of ethics. Each of us is accountable, since our actions not only determine how others see our company, but also contribute to our long-term growth and success. Dun & Bradstreet's Code of Conduct was written in simple language and provides real-life examples to make it easier to understand exactly what's required and to help us always know and do what s right. As we work together to deliver on our strategy, it's fitting that our Code reflects our values and the modern, global, outside-in company we have become. Thank you for all you do to ensure that we continue to do the right thing, every day, in every way. Best, Executive Leadership Team Data Inspired. We re passionate about the power of data. It s at the heart of everything we do. Relentlessly Curious. We embrace the change in the world around us. We know it brings new problems to solve, new things to learn and new ways to grow. Inherently Generous. We succeed by helping others succeed. We openly share our time and talent, and we confidently welcome the help of others. 2 Dun & Bradstreet Code of Conduct

Table of Contents Our Code..5 It Starts with Integrity Asking Questions and Raising Concerns Additional Expectations for Leaders Zero Tolerance for Retaliation Our Commitment to Each Other 9 We Put People First Respect for Diversity Respect for Health and Safety Respect for Human Rights Respect for the Environment Our Commitment to Our Company and Our Shareholders. 10 Handling Conflicts of Interest Disclosing a Potential Conflict Doing Business With or Supervising Family and Friends Working Outside of Dun & Bradstreet Engaging in a Related Party Transaction Serving on Outside Boards Making Private Use of Corporate Opportunities Exchanging Gifts and Entertainment Safeguarding our Company Protecting Our Brand Charitable and Political Giving Speaking on Behalf of Dun & Bradstreet and Media Interviews Social Networking Protecting Our Physical and Electronic Assets Leaving Dun & Bradstreet Safeguarding Information Data Governance and Privacy Protecting Confidential Information Protecting Personal Information Using Computer and Network Systems Appropriately Maintaining Financial Integrity Public Reporting Internal Controls and Procedures Keeping Accurate Records Records Retention and Records Hold Cooperating with Investigations Complying with Insider Trading Laws Our Commitment to Fair and Ethical Business Practices 28 Anti-Corruption Export Controls Anti-Boycott Laws Anti-Money Laundering and Know Your Customer Obligations 3 Dun & Bradstreet Code of Conduct

Fair Competition/Antitrust Dealing with Competitors Collecting Information on Competitors Dealing with Third Parties Dealing with Customers Compliance with Government Contracts Fair and Ethical Sales Practices Your Personal Commitment to Always Do the Right...35 Appendix...36 Seeking Guidance or Reporting Concerns..37 The Code applies to all Dun & Bradstreet employees. You are required to comply with this Code as a condition of your employment. A violation of this Code or other Dun & Bradstreet policy may (a) affect an employee s compensation, including but not limited to eligibility for promotions, increases, bonuses and commission and (ii) make an employee ineligible for company awards, including non-monetary awards, such as trips or other offsite events. This document does not provide any guarantee of continued employment at Dun & Bradstreet, and, unless otherwise permitted by local law or a written employment contract with the company stating otherwise, you are employed at will. This means that you or Dun & Bradstreet can end the employment relationship at any time, with or without cause, and without prior notice, for any reason not prohibited by law. This Code is reviewed and updated annually, at a minimum. It may be unilaterally modified by Dun & Bradstreet at any time. 4 Dun & Bradstreet Code of Conduct

Our Code It Starts with Integrity For over 175 years, Dun & Bradstreet has been a trustworthy partner of global businesses large and small. We have a reputation for integrity conducting business ethically and in compliance with the letter and spirit of the law in every interaction, with all of our global stakeholders, regardless of location or business unit. Our Code of Conduct keeps us working toward a common goal a respectful workplace that operates with the highest standards of business ethics and conduct. As an employee, you are expected to follow the Code and all applicable Dun & Bradstreet policies and laws and to use good judgment at all times. When faced with a difficult ethical decision, ask yourself some basic questions to help guide your decision-making. Ask Yourself: Am I compromising my own personal ethics in any way? How would I feel if my action was shared on Twitter or Chatter or reported in the news? Could Dun & Bradstreet lose customers or shareholders if they knew employees did this? Would I be comfortable explaining my action to other employees? My family? My friends? Is my action consistent with being a trusted business partner? Could my actions violate the law or any company policy? We believe in only doing business with suppliers, contractors, consultants and other business partners who share our high standards. We seek to establish mutually beneficial, long-term relationships with our business partners and strategic partners such as members of the Dun & Bradstreet World Wide Network. Our goal is to direct all of our business to partners who share our commitment to do the right thing. We conduct business in many countries, and laws, local customs and social standards differ greatly from one place to the next. We abide by the laws of the countries in which we operate, unless they violate applicable U.S. law. If there is a conflict between local law and U.S. law, seek guidance from the Compliance team. As part of our Code and our commitment to integrity, Dun & Bradstreet employees in the U.K. comply with the Financial Conduct Authority (FCA) regulations. To see links to the relevant U.K.-specific policies, see Appendix. Asking Questions and Raising Concerns If you become aware of a possible violation of this Code or any applicable law or policy, you should immediately report it. Remember, no one not even your leader has the authority to make you do something illegal or improper. No book or code can provide all the answers or cover every possible situation. Our Code only serves as a guide to ethical conduct. In some circumstances, the right thing to do will be obvious, but in others, it may be difficult for you to choose the right course of action. At Dun & Bradstreet, we have many internal contacts and resources that will help you get the answer you need. If you are unsure what to do, please reach out and ask for help before acting. follow the Code and all applicable Dun & Bradstreet policies and laws and use good judgment at all times. 5 Dun & Bradstreet Code of Conduct

Failure to comply with the Code and all applicable Dun & Bradstreet policies and laws may have severe consequences for both Dun & Bradstreet and the people involved. In addition to damaging our good name, conduct that violates the Code may also violate the law, subjecting our company and those involved to legal action. Dun & Bradstreet will impose disciplinary action for violations, including termination of employment and recovery of damages. You may report a potential concern or ask questions in several ways: Talk to your immediate leader if you are comfortable doing so; Reach out to the People team; Address your concerns with Employee Relations; Contact the Compliance team; Talk to a Legal team member; Send an email to the Compliance Inbox; or Contact the Dun & Bradstreet Global Compliance Hotline: o By phone: In the U.S. and Canada: 1-800-261-8552. Outside the U.S. and Canada, click here for detailed dialing instructions. o Online: https://dnb.alertline.com. (You can access both the country-specific dialing instructions and the online reporting form from this site.) To report concerns directly to Dun & Bradstreet s Board of Directors, visit the Investor Relations section of www.dnb.com and follow the Contact the Board link under the Corporate Governance tab. We also have Quick Reference Guides available to help you with compliance and privacy questions or concerns. The Dun & Bradstreet Global Compliance Hotline is staffed by an outside company and is available 24 hours a day, seven days a week. You may report anonymously to the extent permitted by applicable law, although maintaining anonymity may limit our ability to effectively investigate your concerns. As a company, we investigate all reports promptly, thoroughly and fairly, and will take appropriate action in accordance with our Compliance Incident and Investigations Protocol, including, where applicable and/or required by law, notification to the Audit Committee and/or governmental authorities. Nothing in the Code prohibits you from communicating with government agencies about possible violations of federal, state, or local laws or otherwise providing information to government agencies, filing a complaint with government agencies, or participating in government agency investigations or proceedings, and the Code does not require you to notify the Company of any such communications. As an employee, you have an obligation to cooperate fully in any investigation and share information openly, honestly and without fear of retaliation. Unless required by law, employees are not permitted to have legal counsel or other representatives present at meetings related to the investigation. Further, audio or video recording of calls or meetings concerning investigations is not permitted. We: Make every effort to safeguard your confidentiality and, if applicable, your anonymity; and Make every reasonable attempt to communicate back to you once the investigation is complete. Dun & Bradstreet s Global Compliance Incident and Investigations Protocol as well as Ask for Help resources are available on the company s intranet. 6 Dun & Bradstreet Code of Conduct

Additional Expectations for Leaders Leaders have an additional responsibility to lead by example and operate with integrity, every day. If you are a leader: Make sure the Code is communicated to those you lead so they understand their obligation to comply with it; Ensure that your employees receive appropriate training on the Code and all applicable Dun & Bradstreet policies and laws that impact their job duties; Look for opportunities to routinely role model, communicate and discuss ethical conduct, difficult decisions or other challenging situations with your employees; and Create an open working environment that encourages employees to come to you with any questions or reports. When they approach you, respond promptly. Report all concerns or questions to the People team, the Compliance team or other resource immediately. Closely monitor what is happening with your employees. If you become aware of any conduct that may violate the Code, or any applicable Dun & Bradstreet policies or laws, report it immediately. Not reporting a violation by Leaders have an additional responsibility to lead by example one of your employees when you know or should have known about it will result in discipline, including termination of employment and recovery of damages in appropriate cases. Zero Tolerance for Retaliation It is a violation of our Code to retaliate against an employee for reporting a concern in good faith or participating in an investigation, even if the allegations prove to be inaccurate. Good faith does not mean you have to be right, but it does mean that you are providing all information you have and that you believe it to be true. Individuals who engage in retaliation are subject to disciplinary action, including termination and, if legal action is taken, could be responsible for payment of damages. If you believe that you have been the subject of retaliation, immediately contact the People team, the Compliance team or other resource. A Dun & Bradstreet employee suspects his leader is making false entries on her expense report. He knows he should report it, but he doesn t want his leader to get in trouble. He also fears that if she finds out about his report, it will not only affect the good working relationship he has with her but also his future advancement within Dun & Bradstreet. What should he do? Acts of misconduct that seem small or inconsequential can erode our company s reputation for operating honestly and with integrity. When someone violates our Code or our policies, it affects all of us. Speaking up isn t always easy but it s always the right thing to do. The employee should come forward and share his concerns without fear, knowing that our company will not tolerate retaliation against him for sharing his concern. Where permitted by law, he may report his concerns anonymously. Be relentlessly curious ask questions when you are not sure if things are being done correctly! 7 Dun & Bradstreet Code of Conduct

Our Commitment to Each Other We Put People First. Our continued success depends largely on our ability to attract and develop a diverse work force. At Dun & Bradstreet, we are committed to providing a work environment that fosters respect for all employees, customers, suppliers, contractors, consultants and other business partners and reflects the diversity of the communities in which we operate. Respect for Diversity Any unfair employment practice, however inadvertent, ultimately hurts all of us. We make employment decisions based on merit and do not discriminate based on race, color, national origin, religion, gender, sexual orientation, gender identity or expression, civil union or marital status, age, citizenship status, disability status, pregnancy, genetic information, protected military or veteran status, ancestry, medical condition (cancer or genetic characteristics) or any other characteristic protected by law and as set out in our Equal Employment Opportunity Policy. We are also committed to applying affirmative action in our workplace. We demand a work environment free from harassment, abusive conduct and bullying and do not tolerate any form of inappropriate conduct that creates an intimidating, hostile or offensive work environment. Harassing or bullying conduct can include physical actions or verbal remarks/messages. Sexual harassment can involve unwelcome sexual advances, requests for sexual favors or other physical or verbal conduct of a sexual nature. All forms of harassment, abusive conduct and bullying are prohibited. This policy extends to vendors, consultants and others with whom we do business and applies in both work-related settings and worksponsored activities, regardless of when or where the activity takes place. If you observe, learn of or are subject to harassment, abusive conduct or bullying, immediately report it to your leader, the People team, the Compliance team or other resource. An investigation will be conducted promptly and discreetly. For more information, refer to our Global People Policies as well as the local People policies where you work. The Dun & Bradstreet U.S. Equal Employment Opportunity and Affirmative Action Policy and the U.S. Non-Discrimination and Anti-Harassment Policy are available on the company s intranet. A Dun & Bradstreet employee has built a strong working relationship with several supplier representatives. One of them has started flirting with her recently and leaves her suggestive notes. She feels uncomfortable but isn't sure what to do since he is not a fellow Dun & Bradstreet employee. What options does she have? Even though the supplier representative is not a Dun & Bradstreet employee, the employee should report the situation to her leader, the People team or the Compliance team. Harassment includes physical actions or written remarks made by anyone in our workplace. We take all reports of harassment, abusive conduct or bullying seriously and will investigate them promptly and discreetly. 8 Dun & Bradstreet Code of Conduct

Respect for Health and Safety We want to maintain a safe, healthy work environment. You have a responsibility to: Follow safe working procedures and applicable laws and regulations, at all times; Actively work to prevent accidents; Immediately report any unsafe condition to your leader, Site Incident Manager or other resource; and Immediately report any violent behavior or threats to your leader, the People team or other resource for investigation. Because safety comes first, while at work, employees must remain free from the influence of illegal drugs, alcohol or any substance that may impair their ability to work safely and effectively. In addition, employees may not possess, sell, use or purchase illegal drugs or drug paraphernalia on Dun & Bradstreet premises or at Dun & Bradstreet-sponsored events. Likewise, we prohibit the wearing, transporting or storage of firearms or other dangerous weapons, chemicals or substances in our facilities or on our properties by employees, consultants or visitors. For more information, refer to our Global People policies and local People policies where you work. The Dun & Bradstreet U.S. Drug-Free Workplace and U.S. Possession of Weapons policies are available on the company s intranet. Respect for Human Rights We support the principles established under the United Nations Declaration of Human Rights, and are committed to conducting business in a way that respects the rights and the dignity of people. We prohibit the employment of underage children or forced labor, as well as any form of physical punishment or abuse. We expect suppliers throughout our global supply chain to share our commitment to the same high standards. respect the human rights of people in communities that are impacted by our activities. We take steps to ensure that slavery and human trafficking is not taking place anywhere within our organization or our supply chain. Do your part to respect the human rights of people in communities that are impacted by our activities, and report any human rights abuse that you see or suspect either in our operations or in those of our business partners. Respect for the Environment We follow applicable laws, policies, permits and regulations as they relate to protecting the environment and conserving energy and natural resources, and we work to reduce the environmental impact of our operations everywhere we do business through energy conservation and recycling programs, just as a few examples. Your commitment helps our company to be good stewards, to reach our goals and to make positive environmental change. Our Commitment to Our Company and Our Shareholders Handling Conflicts of Interest A conflict of interest occurs when personal or family interests interfere or appear to interfere with our ability to make sound business decisions on behalf of Dun & Bradstreet. We need to avoid any situation that creates even the appearance of a conflict of interest. 9 Dun & Bradstreet Code of Conduct

It is not possible to list every situation that could present a potential conflict, but there are some areas where conflicts often arise: Conducting business with or supervising spouses, partners, family members, friends or others with whom you have a close personal relationship ( family or friends ); Having business interests or employment outside of Dun & Bradstreet; Having a business arrangement or transaction between two parties who have a relationship outside of the business transaction this is referred to as a related party transaction; Serving on boards of directors outside of Dun & Bradstreet; Pursuing opportunities that belong to Dun & Bradstreet; and Exchanging gifts and entertainment. Each of these situations is described in more detail below, under the Disclosing a Potential Conflict section. Disclosing a Potential Conflict As a general rule, conflicts of interest are not permitted. If a real, potential or perceived conflict of interest arises, you must disclose it to your leader and the Compliance team immediately once you become aware of the situation. Your leader will review the conflict with the Compliance team. You must have the approval of both your leader and the Compliance team before an exception to our conflict of interest policy is granted. The Compliance team is responsible for administering the Code of Conduct Certification process. As part of the process, each employee generally certifies that he or she is not aware of any related party transactions that need to be reported or disclosed. If you become aware of a related party transaction, you must disclose it to the Compliance team. Doing Business With or Supervising Family or Friends A conflict of interest can arise if you or your family or friends have a personal stake in a company that does or seeks to do business with Dun & Bradstreet. A conflict can also arise when a personal or family relationship exists between employees especially if there is also a reporting relationship; it can create the appearance of preferential treatment or favoritism. The important thing is to avoid even the appearance of bias. Remember: No family member should hold a position where he or she has direct decision-making authority over another family member; Never use your position to influence or seek to be influenced during any stage of an opportunity, from the bidding process through negotiations and execution; If family or friends work for a competitor, customer or a company that conducts or seeks to conduct business with us, disclose it immediately, using the Conflict of Interest Certification form, to your leader, with a copy to the Compliance team; and Avoid indirect reporting relationships (for example, dotted-line relationships or reporting relationships related to a specific project) between family or friends. The important thing is to avoid even the appearance of bias. If such a situation arises, remove yourself from the decision-making process and immediately notify your leader or the People team in writing, with a copy to the Compliance team. 10 Dun & Bradstreet Code of Conduct

For more information, refer to our Global People policies and local People policies where you work. The Dun & Bradstreet U.S. Employment of Relatives and Close Personal Relationships Policy is available on the company s intranet. A Dun & Bradstreet employee learns that his department is seeking a new supplier, and his brother owns a company that can supply the needed service. Is it okay for the employee to submit the name of his brother s company for consideration? Yes. The employee must, however, disclose the relationship to his leader and to the Compliance team and remove himself from the decision-making process. Working Outside of Dun & Bradstreet Sometimes taking outside employment can create a conflict of interest. You may not take another job that interferes with your ability to do your job at Dun & Bradstreet (e.g., conducting outside business during working hours or using company property, equipment or information for non-dun & Bradstreet uses). If you have an employment contract with Dun & Bradstreet, it will likely specify this requirement and you could be subject to termination for failure to comply. In addition, you may not take outside employment with a supplier, competitor or vendor of Dun & Bradstreet if doing so will affect the decision-making you do as an employee of our company. If employment you held prior to joining Dun & Bradstreet might create a conflict, or if you are contemplating an outside job that could interfere with your job duties, notify your leader or the People team and the Compliance team. A Dun & Bradstreet employee owns a small business as a side project. She does not have access to all the information in Dun & Bradstreet's systems but knows that some of it could help advance her business. She asks a colleague to quickly look up some information for her to use in her side business, since it will not take much time and her business does not compete with Dun & Bradstreet. If the colleague agrees, is he violating our Code? Yes. If this colleague fulfills her request, he would be violating our Code. We must not use Dun & Bradstreet s information or materials for our own or for others personal gain. This situation describes both a conflict of interest and a potential breach of data privacy and/or confidentiality. Because this request is not for legitimate Dun & Bradstreet business purposes, this colleague should politely decline. Engaging in a Related Party Transaction A related party transaction is a business arrangement or transaction between Dun & Bradstreet and: Affiliates of Dun & Bradstreet, including subsidiaries; Entities for which investments in their equity securities would be required to be accounted for by the equity method by the investing entity; Trusts for the benefit of employees, such as pension and profit-sharing trusts that are managed by or under the trusteeship of management; Principal owners of Dun & Bradstreet and members of their immediate families; and Management of Dun & Bradstreet (Executive Officers as set forth in the Dun & Bradstreet Proxy Statement each year) and members of their immediate families. The concern with related party transactions is that the business transaction will not be conducted at arm s length because of the pre-existing relationship. Since related party transactions may give rise to 11 Dun & Bradstreet Code of Conduct

conflicts of interest, certain related party transactions require disclosure to the Securities and Exchange Commission. As a result, it s important that employees know the definition of a related party and be vigilant in identifying and reporting any related party transactions (see Disclosing Potential Conflicts section). Please refer to the Related Party Policy for more information and examples of related parties and related party transactions. One of our subsidiaries provided accounting or financial services to Dun & Bradstreet. Would that be an example of a related party transaction? Yes, it would. There are many common transactions between related parties which can occur in the normal course of business, including: other services received or furnished such as engineering and legal services; sales, purchases and transfers of real and personal property; use of property or equipment via lease (or otherwise); and borrowings, lendings or guarantees. All must be reported and reviewed to ensure there is no conflict of interest. Serving on Outside Boards Because of the time commitment and the potential for conflicts of interest, no employee may: Be appointed to any outside board of directors (or similar body) of any for-profit public or private company without prior approval of his or her leader, the Corporate Secretary s Office (who leads the review process and assesses potential conflicts) and the Nominating & Governance Committee of the Dun & Bradstreet Board of Directors; or Serve on more than one public company board of directors (or similar body) without the prior approval of the Nominating & Governance Committee. Helping the community by serving on a board of directors of a non-profit organization is encouraged, so long as such service does not interfere with your ability to do your job. For a non-profit board position, you are required only to notify your leader. For any questions regarding the process, contact the Corporate Secretary s Office. A Dun & Bradstreet employee in India has been asked to serve on the advisory board of a for-profit private company. She does not believe that the company competes with Dun & Bradstreet, and she is certain that she would be able to manage the time commitment involved. She notifies her leader, who has no objection. If the Dun & Bradstreet employee accepts the advisory position, is she violating the Code? Possibly depending upon the nature of the advisory board. She must obtain the prior approval of her leader, the Corporate Secretary s Office and the Nominating & Governance Committee of the Dun & Bradstreet Board of Directors before accepting an appointment to any outside board of directors or similar body of any public or private company. Although an advisory committee is not a board of directors, depending on its nature, it could be a similar body established to provide guidance and advice to a company, like a board of directors. As such, the same approval process would apply, and the Corporate Secretary s Office and Nominating & Governance Committee would be required to approve the appointment. Please contact the Corporate Secretary s office to assess any outside board appointments for for-profit public or private companies for the required approvals. Making Private Use of Corporate Opportunities 12 Dun & Bradstreet Code of Conduct

In some cases, through your work or through contacts with customers, suppliers, contractors, consultants or other business partners, you may become aware of an opportunity to make a purchase or an investment in which Dun & Bradstreet would be interested. Taking advantage of such an opportunity can create a conflict of interest or the suggestion of something inappropriate, so you must promptly notify your leader of the opportunity to allow evaluation by our company. Remember, it is important to avoid even the appearance of a conflict of interest, even if there is no actual conflict. You may only act privately on an opportunity discovered through your position with Dun & Bradstreet after we have had a full and transparent opportunity to evaluate and reject it, and you have received express permission to pursue such opportunity from your leader. Exchanging Gifts and Entertainment Business gifts and entertainment are intended to build stronger working relationships and goodwill. However, this is also an area where conflicts of interest or the suggestion of something corrupt can arise. Giving or receiving gifts, regardless of who initiated it or who receives it, is not appropriate if it creates an obligation, puts the giver or the recipient in a situation where either party appears biased or is intended by either party to influence a business decision. Employee recognition, entertainment and gifting guidelines, as well as additional Dun & Bradstreet requirements when booking employee travel, can be viewed in the Global Travel & Entertainment Policy. Always use discretion and good judgment when spending Dun & Bradstreet funds. Ensure that any travel or entertainment expenses serve a legitimate business purpose and obtain any necessary approvals in advance. Use corporate credit cards exclusively for business purposes and be sure to accurately record, describe and provide proper supporting documentation for all transactions. Use of the corporate card for personal expenses is prohibited and could subject an employee to discipline, up to and including termination. Gifts include goods, services and anything of value including all travel, lodging, meals and entertainment, when the host does not attend. Gifts are permitted if they are: Nominal in value; Infrequently given; In good taste; Unsolicited; and Not cash or a cash equivalent. Always use discretion and good judgment when spending Dun & Bradstreet funds. Entertainment may be accepted if it is: Attended by both the person offering and the person accepting (note that attendance by family or friends is not permitted without proper approval); Irregular or infrequent; Unsolicited; In a setting that is appropriate for a business or relationship-building discussion; 13 Dun & Bradstreet Code of Conduct

Reasonable (e.g., it involves an amount you are accustomed to spending on personal entertainment); and Something you or the recipient would freely discuss with coworkers. The rules for gifts and entertainment apply not only to employees, but also to their spouses, partners or family members. In addition, in many countries, including the U.S., there are regulations that restrict what you may offer government employees; if you regularly interact with government employees at any level, you must familiarize yourself with these regulations and consult with the Legal team. Decline any offers of gifts or entertainment that are inappropriate. In very limited circumstances, if you find yourself in a situation where refusing a gift offered as a matter of cultural practice would embarrass or offend the person offering it, you may accept the gift on behalf of Dun & Bradstreet and then report it to your leader and the Compliance team. Similarly, cultural requirements may dictate the giving of gifts that are more than nominal in value. Contact your leader and the Compliance team in advance to determine what is appropriate and what approvals are required. Finally, if you are induced to provide a benefit under threat of physical force or duress, do what is best for your safety and report the incident immediately to your leader and the Compliance team. Remember, you cannot offer, give or receive anything that would compromise or even appear to compromise the ability to make fair and unbiased business decisions on behalf of Dun & Bradstreet (see Anti-Corruption section). For advice on what is considered appropriate, contact the Compliance team. A Dun & Bradstreet employee is sending out gifts to her customers to thank them for their business and wish them a Happy New Year. She decides to send her clients a small gift basket with assorted fruits and chocolates. Each basket is valued at US$50. Is this an appropriate business gift? Yes. The gift basket is appropriate because it adheres to our standards. It is nominal in value, in good taste, unsolicited, not a cash equivalent and, since it is a once-annual gift, it does not put her customers in a position where they may appear biased or pressured to make a specific business decision. A long-time vendor sends a Dun & Bradstreet employee a gift card from MasterCard. Can he accept the gift? No. Regardless of amount, Dun & Bradstreet does not permit giving or receiving gifts in the form of cash or cash equivalents such as checks or gift cards from VISA, MasterCard, AMEX or any other cash equivalent gift card that is not for a specified vendor. We consider offering a very low-value gift to everyone who completes a marketing survey. Is that permitted by our gift policy? 14 Dun & Bradstreet Code of Conduct

Yes. A large-scale initiative that is offered to complete a defined task (such as completing a survey) is acceptable if it meets our requirements (e.g., it is nominal in value, infrequently given, in good taste, unsolicited and not cash or a cash equivalent). A Dun & Bradstreet leader decides to take some customers and a few of his employees to dinner following a long meeting. The group first attends a business dinner where the bill is US$40 per person. After dinner, the leader proposes that the group attend a nearby gentlemen s club for adult entertainment. The customers and employees willingly agree and the group continues their business discussions at the club. Did he do anything wrong in this situation? The business dinner was appropriate. It was unsolicited, in an appropriate setting, and the cost per person was reasonable. However, the decision to take the group to a "non-inclusive establishment violated our policies. Any restaurant, bar, lounge, club or other establishment that limits entry based on race, gender, national origin, creed or other protected class or offers entertainment of an inappropriate or offensive nature is considered a non-inclusive establishment and visiting such an establishment would be inappropriate. An employee suggests that we offer low-priced promotional items such as pens or coffee mugs with the Dun & Bradstreet logo on them when meeting with our government customer. Is there any problem with this? Maybe. There may be very limited circumstances where this would be acceptable, but even this type of offer must be monitored very closely to ensure strict compliance with the law. Never offer anything to a government employee, at any level, without seeking approval in advance and ensuring that all reporting requirements are met (see Anti-Corruption section). Safeguarding Our Company The protection of Dun & Bradstreet s assets is a critical responsibility. We must each work diligently to respect these assets, protect them from misuse, damage, loss or theft and preserve our reputation and highly-respected brand. Protecting Our Brand We are each responsible for maintaining and building our company s greatest asset our brand as well as our trademarks, copyrights, patents and other intellectual property. Our logos and the name Dun & Bradstreet are examples of our trademarks recognized around the world. We also must take the appropriate steps to protect our brand identity how Dun & Bradstreet looks and sounds to all our audiences. We have set out specific guidelines covering logos, color palette and the other components that make Dun & Bradstreet s brand instantly recognizable in the marketplace. These guidelines can be found in the Dun & Bradstreet Brand Guidelines Manual; the standards must be followed at all times on all Dun & Bradstreet materials. Internal Dun & Bradstreet publications and even software programs developed for or by our company are also materials that can be protected by copyrights or otherwise. In performing your job, you may receive, develop or be exposed to information, practices, methods, inventions, written materials, programs, word algorithms, processes or other works. These creations 15 Dun & Bradstreet Code of Conduct

belong to Dun & Bradstreet. Although such intellectual property may not be tangible like our buildings and equipment, it is among the most valuable of our assets, and you are expected to protect it. If you are unsure about a proposed use of Dun & Bradstreet trademarks, copyrights or patents, consult the Legal team. The Dun & Bradstreet Brand Guidelines Manual is available on the company s intranet. Charitable and Political Giving As a company, we make decisions about charitable support and corporate sponsorships based on a fair, unbiased decision-making process. From time to time, we may collect donations or provide benefits in kind to contribute to a charity, but participation in these initiatives must be carefully evaluated and permitted by our policies. Although giving to legitimate charitable organizations in which our customers or vendors are engaged may be permitted, there must be no business advantage associated with an agreement to give. Decisions should be made by a leader who is not directly involved in the day-to-day relationship with the company or vendor involved. All requests by customers or vendors or any other third party to use our name or brand in communications related to contributions or events, including listing Dun & Bradstreet as a participant or sponsor of the event, must follow the guidelines, which can be found at Dun & Bradstreet s Brand Center. We are committed to being a good corporate citizen and contributing to the well-being of our communities. As part of that commitment, we encourage you to support civic and political activities, as long as they are in compliance with state and federal laws and do not present a conflict of interest (see Handling Conflicts of Interest section). Never suggest or imply that your donation of time, resources or money is from or endorsed by Dun & Bradstreet. You may not give political contributions on our behalf or use corporate funds for such purposes, and Dun & Bradstreet will not reimburse you for any political or campaign contribution. You will never be favored or punished for making or not making a personal political contribution. If you are a member of the Government team and intend to make a political contribution, you are required to inform and receive approval from the Office of the Chief Legal Officer. Section 16 Officers and senior executives are also required to inform and receive approval from the Office of the Chief Legal Officer and are required to inform the Office of the Chief Legal Officer after they have made a donation of money, time or their home (e.g., for hosting an event for a candidate). Doing so will enable Dun & Bradstreet to avoid conflict of interest issues and ensure compliance with applicable laws (e.g., Pay to Play laws). You are encouraged to contact the Office of the Chief Legal Officer with any questions or if you are ever unsure about whether it is acceptable to make a contribution or engage in certain political activity. Strict regulations exist at both the state and federal levels regarding lobbying activities. No Dun & Bradstreet employee may retain a lobbyist or engage in any lobbying activities on our behalf without first having obtained the approval of Dun & Bradstreet s Chief Legal Officer. Speaking on Behalf of Dun & Bradstreet and Media Interviews To ensure that accurate information is conveyed to the media, the public, to regulatory authorities and others, we have designated key individuals to serve as our official company spokespersons. Unless you are authorized to do so, do not make any statements nor speak to reporters on the company s behalf. 16 Dun & Bradstreet Code of Conduct

Refer all media inquiries and public requests for information (including questions about and requests for financial performance) to our Public Relations/External Communications or Investor Relations teams. If you have been asked to speak from an outside organization on behalf of Dun & Bradstreet, please complete the request form located on the Global Events Delivery Platform. Once approved, you will be required to review the Speaker Training videos prior to your engagement. To view approved speaker profiles, visit the Speaker Bureau. Social Networking Social media offers a wonderful forum for exchanging ideas and building relationships. Always use good judgment and engage in social media in a way that is lawful and consistent with our policies. Note that nothing in this policy or our Code should be interpreted to prevent employees from engaging in activities that are protected under laws and regulations that allow employees to discuss or disclose compensation information. People may form an opinion about Dun & Bradstreet based on the comments of team members. Part of a social conversation is that people won't always agree. When engaging online, you need to be prepared to take criticism. Always stay focused on the issue, never on the person. Remember: once something is online, it's forever, so think before you share and consider how your words will be perceived. If you have any doubts about whether something is appropriate or not, don t post it. In your online activity: If there is a chance that someone could mistake your personal posts on social media for the views of our organization, you should include a disclaimer, like the following, in a reasonably prominent place (such as in your profile description): Views are my own. Be sure to include a disclaimer when talking about our products and services; Remember that not all company information can or should be made public protect confidential company, customer and third party information (such as new customer wins, information that would violate our insider trading policy, trade secrets, unreleased product information or internal reports). Do not share any sensitive or proprietary information regarding our partners and alliances on social media; Don t share or post sensitive personal information (PI) about other individuals; Don t disclose anything that could violate another employee s right to personal privacy; If you make a mistake, be up-front about it, and correct the error quickly; Contact our Social Media team if you have any questions about engaging in social media; and Recognize and refer to our Communications and Legal teams any issue that requires an official company response. The Dun & Bradstreet Social Media Policy is available on the company s intranet. Protecting Our Physical and Electronic Assets Our physical and electronic assets, such as our facilities, equipment, supplies and computer hardware, operating systems and software are company property and provided for business use. We owe it to our customers, shareholders, suppliers, contractors, consultants, business partners and ourselves to: Safeguard all Dun & Bradstreet property against damage, loss or theft; 17 Dun & Bradstreet Code of Conduct

Ensure that only Dun & Bradstreet-authorized assets (hardware and software, including IaaS (Cloud environments) are used; Change passwords regularly and do not share passwords and account access credentials with others; Comply with security measures and internal controls that apply to personal computing devices, such as laptops and mobile devices and the information stored, processed or transmitted by them; Always wear your badge and have it displayed at all times; Don t let other people use or borrow your badge; Always present your badge to all entry access control devices such as turnstiles and card readers when entering Dun & Bradstreet property and when exiting (where available); Sign in all visitors at the main security/reception desk (where available) and supervise them during their entire length of stay return their badges to the security/reception desk at the end of the visit; Never tamper with, circumvent or disable security or safety devices or internal controls; Promptly report any suspicious activity to the global Physical Security Hotline, 973-921-6200, 24 hours a day, seven days a week; and Immediately report any suspicious activity such as a phishing attempt or breach. Dun & Bradstreet employees must complete the required Information Security training course as well as review, acknowledge and adhere to our Global Information Security Policy. Safeguard all Dun & Bradstreet property against damage, loss or theft. The Dun & Bradstreet Global Information Security and Privacy policies are available on the company s intranet. My company laptop was stolen out of my car. What should I do? Immediately report the incident to Global Security so that action can be taken to prevent access to our networks and information. Remember, you have a responsibility to protect the devices entrusted to you. The best practice for preventing loss is to either take your laptop with you or lock it in your car, out of sight or in the trunk. Leaving Dun & Bradstreet At the end of your employment with Dun & Bradstreet, all corporate assets and Dun & Bradstreet property must be returned, secured and/or disposed of appropriately. At the time of your termination, your leader will meet with you to collect and confirm you have returned all company property and assets including: Electronic equipment (e.g., computers, laptops, ipads, PDAs, cell phones, pagers, etc.); Property (e.g., keys, company ID, company credit cards, etc.); Materials (e.g., internal presentations, confidential records, brand assets, customer lists, product brochures, etc.); and Dun & Bradstreet intellectual property and other work products in your possession, including any copies. Employees who work remotely will be given specific instructions on how to return their assets. 18 Dun & Bradstreet Code of Conduct

Do not download, forward or share any business information that resides on company property or assets prior to your departure. If you are subject to an active Records Hold Notice, ensure that all records or materials (electronic or otherwise) subject to the Hold are preserved after you leave Dun & Bradstreet. You and your leader should consult with the Legal team for assistance with the preservation. If you have created an authorized Dun & Bradstreet online or cloud account, provide your username, password and other necessary account information to your leader upon your termination of employment. Comply with any other termination of employment procedures, including an exit interview or process to return assets checklist procedure. Remember, your obligation to protect Dun & Bradstreet, customer and third party confidential and personal information continues even after your working relationship with Dun & Bradstreet has ended. A systems analyst for Dun & Bradstreet has created several software applications that Dun & Bradstreet has never used. He is leaving to start his own business and assumes that he can use these applications in his new business. Does this violate our Code? Yes. Although he developed these programs, they belong to Dun & Bradstreet as intellectual property. When an employee leaves Dun & Bradstreet, he or she must return all of Dun & Bradstreet s intellectual property and other work products that are in the employee s possession. Keeping or using any such property is a violation of copyright laws and the Code. Safeguarding Information We have become a leader in the information service industry through a constant focus on data quality and customer experience. Our customers trust us to provide them with high-quality, reliable information and to protect confidential information. We also comply with global regulatory requirements associated with collecting, using, transferring, storing, securing and disposing specific categories of data. Data Governance and Privacy Just as the People team sets standards for how people are managed and Finance for how money is managed, Enterprise Data Governance (EDG) and Privacy sets policies and standards for managing data. All employees manage some sort of data. Examples include: transferring data across borders, collecting information from various data sources and managing personal and sensitive information. Dun & Bradstreet receives data from many sources, and these sources may have specific restrictions on how the data can be used and for what purpose where there are specific restrictions, the designated data manager has a responsibility for documenting them. You have a responsibility to: If authorized access, use data in accordance with any restrictions; Store documentation in a centralized location for all employees authorized to access it. Dun & Bradstreet s authorized storage tool is either SharePoint or Microsoft 365 OneDrive for Business; Make sure you understand the guidelines set by Data Governance and Privacy on how to recognize personal and sensitive information. To view the Identification of PI and SPII Data checklist for information on how to identify personal and sensitive information, click here; and 19 Dun & Bradstreet Code of Conduct